PhD Supervision
Preliminary results of a study among CAPHRI
PhD candidates and supervisors
Marla Woolderink, Hannerieke van der Boom, Katarina Putnik, Gonnie Klabbers
Aims of the study
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Assess the current CAPHRI Supervisor - PhD
candidate relationship
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Assess the needs and wants of both CAPHRI PhD
supervisors and PhD candidates
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Focus on positive qualifications of each others’
competencies and how to overcome difficulties
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Booklet: Map results, best practices, empowerment
of PhD candidates, recommendations for supervision
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Methods - Data gathering
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Online and anonymous, through Surveymonkey
2 surveys:
− PhD supervisors, open from:
November, 15th 2011 - February, 6th 2012
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PhD candidates, open from:
October, 24th 2011 - February, 6th 2012
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Both groups received an invitation Email and
reminders (2 to supervisors, 3 to PhD candidates)
−
Questionnaire with primarily open questions
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Methods - Analyses
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–
–
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Coding the answers per group
Constructing mind maps
Identifying key concepts
Clustering key concepts in themes
Discussion of the concepts, overlap and differences
between PhD candidates and supervisors results
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
SURVEY TOPICS
PHD CANDIDATES
• What do PhD candidates value in and want from
their daily supervisor?
• How can other supervisor(s) support?
• What do PhD candidates expect from supervisors?
- needs and wants to be encouraged further –
• Difficulties?
• How to solve problems or difficulties?
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
PhD candidates: year of PhD track
2%
20%
1st year
26%
2nd year
11%
3rd year
4th year
41%
> 4th year
N=54
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Number of supervisors
(promoter, co-promoter)
9%
10%
One
Two
35%
46%
Three
> Three
N=54
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD candidates
1) What do PhD candidates value in and want
from their daily supervisor?
PhD candidates value in their supervisor:
-
Empathy
Motivation  Content wise & Process wise
Confirmation
Content expertise
“I value that my supervisor is personally very engaged in my
project. She motivates me and that gives me peace and rest in very
busy periods.”
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD candidates
2) How can other supervisors support?
PhD candidates want from their other supervisors:
-
Good relationship with supervisors
Involvement in the PhD track
Well-functioning relationship as a team
Most: Constructive feedback / confirmation
“My supervisors are easily accessible and always friendly and
supportive. They are encouraging me by giving compliments when
a job is done properly.”
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD candidates
3) What do PhD candidates need / want more
from supervisors to be encouraged?
- Confidence
-
(Constructive) feedback
Appreciation
Responsiveness
Stimulation (content wise & process wise)
Involvement & interest in project
“I want more involvement; I want to have the idea that he
actually knows what I am doing and what we have discussed
during previous meetings.”
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD candidates
4) Difficulties?
Internal:
- Too much workload
- Too much pressure
External:
- No or not enough involvement from the supervisor(s)
- No regular meetings, infrequent meetings
- Negative feedback, no feedback, no timely feedback
- Supervisors having opposes opinions or can not get along well
“My supervisors have issues with each other.”
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD candidates
5) How do PhD candidates solve difficulties?
- Work >40 hrs a week (structural)
- Change attitude and expectations
- Ignore it
-
Talk with peers
Talk with colleagues
Talk about issues with supervisor(s)
Try to develop a better relationship with supervisor(s)
“We solved problems by talking, mostly by negotiations.”
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Recommendations
Perspective of the PhD candidate:
- Speak about mutual expectations early in the
PhD track
- Course for PhD supervisors
- Performance criteria for supervisors =
guidelines for supervision
- Regular evaluation meetings with the PhD candidate
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
SURVEY TOPICS
PHD SUPERVISORS
• What are necessary competencies & skills for a
successful PhD track?
• What competencies & skills do you value in a PhD
candidate?
• What skills are detrimental for a successful PhD
track?
• Difficulties?
• Possible solutions?
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Number of PhD candidates you are
currently supervising
16%
1-3
8%
47%
4-6
6 - 10
> 10
29%
N=52
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Number of years of experience
with PhD supervision
23%
28%
0-2
3-5
6-8
6%
9 - 10
25%
> 10
18%
N=52
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD supervisors
1) What competences do you have that are
necessary / beneficial for a successful PhD
trajectory? - in terms of publications / timely finishing PhD supervisors mention three kinds of qualities:
- Individual-related characteristics
- Process-oriented skills
- Content-related qualities
“Empathy - working in a structured way - giving frequent
feedback (in a constructive way) - frequent consultations (weekly)
- enthusiasm – sufficient knowledge regarding the PhD topic.”
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD supervisors
2) What skills / competences do you value the
most in your PhD candidate?
-
The ability to work in a team, while also being able to work
independently and autonomously. Openness for feedback and
criticism as well as self-reflection
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Motivation, organisational and communication skills, such as
eagerness (in general and to learn), dedication, hard work,
overall planning and organisation of one’s work, pro-activity
-
Knowledge of the topic and broad research skills, such as
abstract thinking, writing skills, research competence,
creativity
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD supervisors
3) What skills / competences are detrimental ?
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Being either too sloppy or too perfectionist, rigidity,
inflexibility, difficulties in dealing with stress and frustration
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Either too dependent or too autonomous, lack
of (true) interest, no willingness to work after working hours,
no ambition or dedication
“Be too independent, do not ask for help timely; or the other
way around, ask too much help.”
-
Lack of knowledge and skills, in e.g. English, statistics and
research methods, analytical and networking skills
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD supervisors
4) Difficulties that supervisors experience
Interpersonal problems:
- Between PhD student and supervisor (loss of trust, not a good match)
- A private situation might affect the PhD student’s work capacity
- Among supervisors (steering in divergent directions, different views,
no good relations within the team)
Intrapersonal problems:
- Insecure of their own position within the team
- Struggling with lack of time or finances
- Difficulties with being proactive or with long-distance supervision
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD supervisors
5) How to overcome difficulties?
By dealing with content-related issues:
Advise PhD courses, offer contacts in one’s own network
Rewriting sections of articles or try out different writing
methods
Structure the progress and provide timely guidance
(planning of weekly meetings with agenda and minutes)
Follow a course for supervisors
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Results
PhD supervisors
How to overcome difficulties
By focusing on process-related issues:
- Facing the problems, responsiveness: having a good and honest talk,
confronting them with their behavior or saying that they expected
more from them
- Ending the supervision process if it doesn‘t work out
“By coaching, steering, giving guidance, providing additional
schooling, giving the PhD students options to grow providing
freedom without loosing the grip.”
“Difficult whether you should become angry (risking demotivation),
or remain friendly and motivating (and not a lot will change then).”
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Recommendations
Perspective of the supervisor:
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Talk to each other about mutual expectations
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Talk about the relationship / interpersonal contact
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Clarify who monitors timeline, deadlines, etc.
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HR involvement in selection procedure?
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Consider each PhD candidate as a single case with own
needs, skills and expectations, invest in the relationship:
Many successful PhD trajectories don’t guarantee that the
next one will be successful too!
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
End products and spin off
- Booklet on PhD supervision
- Input for a course, intervision meetings, or other
forms of mutual exchange for experienced
supervisors
- Collaboration with the ‘UM Staff Development
Centre’ (Frans Willems), HR of the FHML, other UM
Schools and Tessa van Mourik
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision
Thank you!
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Thank you all for having taken time to fill out our
online questionnaire and provide us with valuable
input!
- For questions / remarks or additional information
about PhD supervision you can contact:
Phdcaphri-info@maastrichtuniversity.nl
CAPHRI Research Meeting 2012 – PhD representatives project on PhD supervision